29 Aug 2019
The glass ceiling and gender pay gap: What it means for your organisation
The glass ceiling and gender pay gap isn’t a mere myth voiced by feminists. It’s real.
Almost 50 years since the introduction of the Equal Pay Act, the UK’s gender pay chasm remains gaping.
The statistics speak for themselves.
Figures show that a quarter of companies and public sector organisations have a pay gap that’s more than 20% favourable to men. Almost eight out of ten companies still pay male workers more.
Between 2017 and 2018, little improvement was made to shrink gender pay inequality, with the gap being reduced by a meagre 9.7% to 9.6%.
It is now a legal requirement in Britain that companies with more than 250 employees report their performance on pay inequality.
Despite inroads being made to reduce gender pay inequality, out of the 9,961 organisations that had filed their reports in 2019, based on median hourly pay, 7,755 paid male employees more than their female staff.
What does the UK’s persistent gender pay inequality and metaphorically named glass ceiling that prevents women from reaching the pay levels of male colleagues, mean for your organisation and the candidates you employ?
The regulation requiring big organisation to publish data on gender pay gaps was enforced on April 6, 2017.
Companies that deliberately conceal information related to what they pay employees based on gender can be seen as narrow minded, unliberal and lacking in transparency.
Would you want to create a message to employees and new recruits that your company fails to live up to modern fair pay expectations?
I doubt it.
By contrast, creating a pay structure that is equal regardless of gender, will have a positive impact on how your company is perceived by employees and candidates.
Key benefits of equal pay
The principle benefits equal gender pay and pay transparency will bring to your company include:
Increased employee morale
By knowing they are as equally valued as their male counterparts, your female employees will feel good about coming to work. By paying women the same as men, you will create a powerful message about gender equality.
Attracts larger talent pools of candidates
It may sound obvious, but there are candidates out there who simply won’t apply to jobs if they are unsure of a company’s stance (policy) on the equal pay side of things. With female candidates knowing your business has a commendable gender pay reputation, you’ll attract a wider talent pool of applicants.
Adding to that, showing belief in equality, garners belief that talents will be rewarded with economic growth and equality. You’ll compete with other businesses in finding and retaining highly qualified female candidates.
Improved employee retention
With pay equality without the barriers of a glass ceiling, you’ll signal to employees and candidates that you are a fair, progressive and transparent employer.
And, by doing so, you’ll be much likelier to retain your best talent.
As always, I’m willing to offer help and advice on gender pay equality and what it means for your business and your candidates.
Get in touch with Twentyfour Recruitment for all your recruitment needs.